The EDI landscape is changing and boardrooms are navigating a new era with fresh challenges and opportunities. While a drive for diversity targets may not be the key aspect of an organisation’s global strategy going forward, the link between inclusion and engagement is undeniable. Leading with an approach which puts inclusion, belonging and colleague well-being at the heart of the people strategy will always create stronger engagement and enable productivity and growth.

We now know that diversity of thought is as important to business success as it is to the wellbeing of your employees, increasing innovation and engagement in equal measures.

However, to drive meaningful change, promote equality, and prevent injustice, everyone must be part of the solution. This means moving beyond the idea that ED&I is solely an HR responsibility or a mere checkbox exercise.

In this article, I’ll discuss the role of allyship in supporting diversity and inclusion in the workplace. How can leaders inspire, educate and mobilise themselves and their teams to create a more welcoming and inclusive environment?

What is an ally in the workplace?

An ally is someone who actively supports and advocates for underrepresented groups, using their own position of privilege to promote equality and inclusion throughout an organisation.

• Allies are non-judgmental, supportive, and inquisitive.
• An ally is a safe person who makes those around them feel heard and accepted.

It is important to note here that while the ultimate goal is always going to be true and total equality, each company, country, and culture will have a different understanding of what this looks like in practice.

This is why, in any discussion about diversity, we should strive for progress over perfection. Showing up as an ally should be appropriate and safe for everyone.

The importance of allies in the workplace

Without allies, people often don’t feel able to be their authentic selves or find value and enjoyment in their work environment. This can lead them to shut down and disengage. But when you create space for people to share their experiences, be creative and imaginative, and bring their whole selves and experiences to work, you enable fresh ideas and out-of-the-box thinking that can be truly powerful.

Allyship can encourage diversity of all kinds and this can have a clear impact. If your company is missing ethnic diversity, neurodiversity, gender diversity or functional diversity, your company culture won’t be representative of society or your clients and customers. This has proven impact on financial performance, innovation and effective decision making.

What impact can allyship have on a business and the working environment

Different perspectives prevent everyone from thinking the same way. This is particularly important when you consider teams with low turnover, where people have worked together for 10 years or more. In these situations, everyone tends to look at things the same way, making it harder to spot areas for improvement or opportunities for innovation.

Working in the same environment for too long can create tunnel vision – with everyone seeing things from the same angle. Without bringing in different perspectives, you can’t create a truly innovative environment that is constantly improving.

However, while organisations now have an increased focus on diversity in hiring, workplace culture must provide an environment where everyone feels able to be themselves if the true benefits of diversity can be realised. Allies are a key part of creating that inclusive environment.

Allyship gives you a more comprehensive view of different attitudes and approaches to tasks, increasing your empathy and understanding of others.

As a leader, you can use these insights to create workflows and systems that help people work at their best.

4 ways to be an ally at work

Anyone can be an ally. Whether you are an employee, team leader, manager or director, everyone plays a part in creating an inclusive and safe environment so that people can function at their highest level.

Here are four ways that you can be a better ally:

1 – Be a good listener.

Listening carefully, actively and intently helps show people that their experiences are validated and that they matter. Be a safe person by showing empathy and caring about the experiences of others. Even if you don’t understand, show that you are trying to.

What this might look like: Listen actively and without judgement. Avoid interrupting or comparing their experiences to your own.

2 – Don’t assume that you know what someone needs.

In all areas of diversity, everyone experiences things differently and will have different needs. Take the time to educate yourself about specific challenges that people might face, but don’t assume that everyone from that group has the same experience. Also, bear in mind that many people might find it difficult to articulate or identify their needs. By providing a welcoming and inclusive environment, people will feel more able to recognise where they might need support.

What this might look like: Be observant, ask questions, offer support and follow up on any accommodations required.

3 – Speak up and take action.

When you witness bias, try to challenge discriminatory remarks, microaggressions, or exclusionary behaviour respectfully, but firmly. Being an ally can create positive change; however it is important to do so at a level you are comfortable with, while acknowledging that different organisations may have varying boundaries. Every small action contributes to meaningful progress.. Sometimes quieter or more gentle voices can make a much bigger impact over time than the voice that shouts to be heard and is instantly silenced.

What that might look like: Speak up with the intention of productively addressing issues without creating hostility. Use clear, objective language such as “I think that comment might come across as harmful.”

4 – Practice self-reflection

Creating an inclusive environment is about recognising everyone’s strengths and challenges. Practice self-awareness around the ways that you can improve your own allyship, as well as how you receive others’ allyship in a way that is productive for everyone.

What that might look like: Acknowledge your biases and commit to overcoming them. Regularly examine how your actions, words, and decisions affect others. Ask yourself key questions like: “What assumptions am I making about others?” “How might my privilege influence my perspective?” “Am I actively listening to diverse viewpoints?” “Am I being a safe person?”

Leadership and allyship: Driving inclusion in the workplace

Creating a diverse and inclusive workplace requires commitment from every individual within an organisation, and things don’t change overnight. As we’ve explored throughout this article, being an ally plays a crucial role in creating an environment where everyone can thrive, contribute their unique perspectives, and feel valued for who they are.

While individual actions and allyship are fundamental to creating positive change, the responsibility also lies with organisational leadership. True transformation begins at the top, with leaders who understand the importance of diversity and inclusion and actively champion these values throughout their organisations. When leadership teams themselves reflect diversity, it sends a powerful message about the company’s commitment and creates a cascade effect throughout the organisation and wider business environment.

However, organisations need exceptional senior executives who can challenge existing paradigms and create cultural change. These leaders must possess not only technical expertise but also emotional intelligence and cultural awareness to foster inclusive environments.

Creating an inclusive workplace is not just a moral imperative – it’s a business necessity. This has proven to improve business performance as well as employee wellbeing, making it a win for everyone involved. The benefits are clear – so why not be inclusive?

By embracing diversity, supporting inclusion through active allyship, and ensuring diverse leadership at all levels, you create environments where every individual can bring their authentic self to work and contribute to their fullest potential.

In my next blog I will be exploring the challenges to Equity, Diversity & Inclusion (ED&I) in recruitment and how involving allies and embracing inclusion can transform your workforce…

About Martha Pierce:

As an Associate Partner within the Finance practice at Eton Bridge Partners with over a decade of experience in finance search and treasury expertise, my interest in diversity and inclusion stems from personal experience.

I was diagnosed with dyslexia at a very young age, and from early on, I had to work much harder at tasks others found easy. I was fortunate to have support throughout school, but I recognise that many people have not had this luxury. Whilst certain things being harder than they are for others created challenges, I also recognise as an adult (and with the power of hindsight), the pure resilience and persistence this has given me as an individual. For much of my life, and I am sure for many with neurodiversity, I have spent a lot of my life apologising for getting things wrong. It is only recently that I have learnt to recognise the benefits of having dyslexia in how I approach things slightly differently, and be able to articulate this benefit or “superpower” as I like to call it to others.

Over the last four years, however, I’ve stopped feeling the need to apologise. I’ve recognised that I can be intelligent while occasionally using the wrong word! Dyslexia shouldn’t count against me. Now I include it in my email signature and speak openly about it. This journey has taken time, but I hope sharing my experience will help others find their confidence sooner than I did.

I feel privileged to work in an environment that recognises and champions the true value of diversity. However, I am very aware that not all companies are like Eton Bridge Partners, and whilst our voices and opinions are encouraged here, that is not the case for all businesses. I hope this article has given both some insight and practical advice on how to be an ally in a safe way, even if you are working in an environment that is not as inclusive.